Is this recruiting guide really free?

Yes, 100% free with no hidden costs, no credit card required, and no sales call obligation. We believe every founder and CXO should have access to world-class recruiting insights, regardless of whether they become an IC2 client.

How long is the ebook and how long will it take to read?

The guide is approximately 60 pages organized into 10 chapters. It's designed to be read in 2-3 hours, but each chapter is independent—you can jump to your most pressing challenge first. Most executives read Chapters 1-3 immediately, then reference specific chapters as needs arise.

What makes this recruiting guide different from other guides?

Three critical differences: (1) Specificity - Written exclusively for VC-backed and PE-backed startups (Series A-D), not generic enterprise advice; (2) Operator experience - Authored by Neil Davies, who actually built TA functions at Microsoft, PayPal, Roku, Activision Blizzard, and tech unicorns Flexport and Qualia; (3) Proven frameworks - Includes proprietary tools like the 57-Marker TA Diagnostic, Employer Reputation Index, and the 3 P's Pitch Framework actively used by IC2 clients.

I'm a Series A CEO with 30 employees. Is this guide for me?

Absolutely. The guide explicitly addresses different company stages. For Series A (25-100 employees), focus on Chapters 2, 3, 4, and 7—you're building foundations, so getting your Head of Talent hire right and understanding talent economics early will save you millions later.

We already have a Head of Talent. Will this still be useful?

Yes. Chapter 9 (Understanding Your Recruiting Funnel) alone can save you hundreds of engineering hours wasted on inefficient hiring processes. The FinTech case study shows a company consuming 13 FTE-months of engineering time to hire just 20 engineers due to funnel problems—issues your HOT should be solving but may not recognize.

Will I be spammed after downloading?

No. You'll receive the ebook immediately via email and occasional messages with valuable recruiting insights (typically 1-2 per month). You can unsubscribe anytime with one click. No sales calls unless you specifically request one.

Can IC2 help us implement the strategies in this guide?

Absolutely. IC2 offers several services tailored to startups at different stages: TA Build-Out (build your recruiting function from scratch), TA Diagnostic (57-marker assessment), Fractional Head of TA (interim leadership), and Executive Search & Search Sprints (for critical leadership hires). Schedule a free 30-minute consultation to discuss your needs.

Do you work with companies outside the US?

Yes. IC2's founding partners have built global TA functions spanning North America, Europe, and Asia-Pacific. Chapter 7 specifically addresses global expansion and site selection strategy—critical for any startup considering international hiring.

What is the 3 P's framework mentioned in the guide?

The 3 P's framework (Product, People, Potential) is a candidate pitch structure used at Microsoft, PayPal, and Roku. Product = your company's mission and market position. People = who they'll work with and the culture. Potential = career growth opportunity and wealth creation. This framework helps you compete against tech giants for top talent.

What is the Employer Reputation Index?

The Employer Reputation Index is IC2's proprietary tool (one of 57 markers in the TA Diagnostic) that uses publicly available data and a proprietary methodology to quantify your employer reputation's strength compared to your talent competitors. It measures how reputation impacts application rates, response rates to outreach, drop-off rates, and offer acceptance rates.

How do I take the 60-second self-assessment?

The complete 12-question self-assessment is included in the downloadable guide. It covers four areas: Culture & Hiring Bar, Your Head of Talent, Talent Risk Management & Succession, and Execution & Measurement. Scoring ranges from 0-3 (need urgent help) to 10-12 (top 10%). The assessment helps you identify which chapters to prioritize based on your current gaps.

The Definitive Recruiting Guide for Founders & CXOs of High-Growth Startups

If you're a founder or CXO of a VC-backed or PE-backed startup, you know that hiring is your #1 competitive advantage—and your #1 bottleneck. Most early-stage companies struggle to attract top talent, move too slowly on critical hires, or burn cash on ineffective recruiting strategies.

IC2's 'Laying Down the Tracks for Effective Recruiting' is the definitive guide written specifically for founders and executives navigating the chaos of startup hiring. Authored by Neil Davies—a former Head of Talent Acquisition at Microsoft, PayPal, Roku, and Activision Blizzard—this free ebook distills 25+ years of experience building recruiting engines for hyper-growth companies.

Inside this guide, you'll discover:

How to build a scalable recruiting function from scratch (even with a lean budget)
The 5 most common hiring mistakes that derail startup growth—and how to avoid them
Capacity planning frameworks: when to hire in-house vs. partner with fractional recruiters
Assessment methodologies that predict performance (not just credentials)
Tech stack recommendations for early-stage through Series C companies
Real-world case studies from VC-backed startups that improved hiring by 1,000%

Free recruiting guide for founders and CXOs by IC2 Talent Acquisition - Ebook cover showing Laying Down the Tracks for Effective Recruiting by Neil Davies

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What's Inside the Guide

This comprehensive 60-page guide is organized around 10 critical areas where CXOs must lead the recruiting agenda for VC-backed and PE-backed startups. Each chapter is designed to be read independently, allowing you to focus on your most pressing challenges first:

Chapter 1: Why Recruiting is a Competitive Advantage
Discover why hiring hyper-performers (not just average performers) creates exponential impact. Learn how to set a high hiring bar, build assessment methodologies, and implement checks and balances to prevent "pressure hiring" that sacrifices quality for speed.

Chapter 2: Building a High-Performance Culture
Move beyond "friends and family" hiring as you scale. Learn the 3 P's pitch framework (Product, People, Potential) that wins top talent, how to leverage your VC's talent team, and why getting titles right early prevents destructive inflation later.

Chapter 3: Hiring Your Head of Talent
The #1 hiring decision for CXOs. Learn why you should "over-hire" for this role (hire for 12-24 months ahead), prioritize breadth over scale, demand data fluency, and ensure your HOT reports directly to CEO/COO/CFO—not buried in HR.

Chapter 4: Building Talent Plans
Stop "learning by landmine." Discover why hiring leaders with potential to become your boss is the right barometer, how to avoid the "death spiral" of leadership churn, and tactical planning frameworks for sustainable growth.

Chapter 5: Succession Planning & Risk Management
Build external succession benches with 5+ validated prospects for every critical role. Learn the "confidence assessment" framework (current vs. future confidence in leaders) and how to create talent optionality before someone resigns.

Chapter 6: Managing Your Leadership Team
Understand when to leverage new hires for org redesign (and when not to), how to build diverse leadership teams that signal career potential to all employees, and why borrowing "Google playbooks" often backfires at startups.

Chapter 7: Understanding Talent Economics
Real-world case study: A San Jose startup's painful pivot to Bangalore. Learn how to proactively plan global expansion, conduct skills-based location analysis (not generic data), and why early investment in low-cost sites prevents expensive RIFs later.

Chapter 8: Managing Your Employment Brand & Reputation
Understand the difference between brand (your promise) and reputation (employees' reality). Discover IC2's proprietary Employer Reputation Index—how reputation affects every funnel stage from application rates to offer acceptance, and why competing on compensation is a symptom of reputation failure.

Chapter 9: Understanding Your Recruiting Funnel
Shocking real data: A company that consumed 13 FTE-months of engineering time to hire 20 engineers due to funnel inefficiency. Learn how to balance hiring bar with risk management, implement "challengers" (hiring committees, bar raisers), and drive funnel optimization like a CRO drives sales.

Chapter 10: Measure, Measure, Measure
Master the four metric categories: Talent Supply, Employment Brand, Recruiting Funnel, and Outcome-Based metrics. Learn how to build a Quality-of-Hire Index beyond retention—incorporating performance, promotions, and succession planning to predict long-term value.

BONUS: Real FinTech Case Study
How IC2 helped a Series D FinTech increase engineering hiring by 1,000% without consuming more interviewer bandwidth—by fixing a catastrophic funnel (27% tech screen pass rate → 4.4% onsite pass rate → 50% offer acceptance). Includes before/after data and tactical fixes.

Who is this Guide For

You should read this if:

You're leading a Series A-D company (25-500+ employees)
You're planning to hire 50+ people in the next 12 months
Your recruiting feels chaotic, slow, or expensive (or all three)
You're not confident your Head of Talent will scale with your company
You've experienced recent leadership churn or quality-of-hire concerns
Your engineering teams complain that recruiting "can't find talent"

If 3+ of these apply, keep reading. If 4+, download this guide immediately.

The Definitive Recruiting Guide for Founders & CXOs of High-Growth Startups

What's Inside the Guide

Who is this Guide For

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